RECRUITMENT AND

SELECTION

AQUINO, Shyla MarieAVILA, Kelvin FroieBALANA, Janica JaneFERNANDEZ, MyraMERO, CharleneMOSCARE, Jessica

RECRUITMENT AND SELECTION

• Recruitment and selection are complementary tasks that must be carefully undertaken if they are to contribute to the achievement of the Human Resource Management objectives.

WHAT IS RECRUITMENT?

• Recruitment is the activity concerned with searching and attracting qualified applicants for the positions that are vacant or will be vacant.

• It is concerned with filling-up positions from the topmost level to the lowest.

• Mismatch can be interpreted as a poor match between the skills and location required to fill vacant jobs and the skills and geographic preferences of unemployed workers. 

• Be sure the person has both the competencies necessary for the job and is the right personality fit. Competency fit is the easier of the two. However, being sure the person has the right personality for your job has to be considered.

FACTORS AFFECTING

RECRUITMENT

FACTORS AFFECTING RECRUITMENT

• Size of the organization

Organization with large numbers of employees will have to spend more time, effort, and money than one with only a few employees.

• Employment conditions in the community where the organization is located

If the organization is located with large number of unemployed people, a mass intake of qualified applicants may be done any time of the year.

Factors affecting recruitment. . .

• The effectiveness of past recruitment efforts

If the organization has recruited the right people, turn over will be greatly reduced, which in turn, will also reduce recruitment activities.

• Working conditions, salary, and benefits packages offered by the organization

• The growth of the organization

An organization that is growing will naturally be involved in more recruitment activities than those which are not expanding.

RECRUITMENT SOURCES

RECRUITMENT SOURCES

• Internal : sources of recruitment are from within the organization.

• External : sources of recruitment are from outside the organization.

INTERNAL RECRUITMENT SOURCES

• Job Posting

This is the practice of announcing job openings within the organization so that employees could apply for them.

• Career Planning and Development

These functions are designed to fill open positions with qualified individuals and motivate and retain competent employees.

• Skills Inventory

Helpful in deciding whether an employee is qualified to move to another position.

EXTERNAL RECRUITMENT SOURCES

• Walk-ins

Organizations may accept completed applications and resumes from “unsolicited” applicants who mail or drop off their applications.

• Advertisement

Job openings can be advertised in the newspapers, professional journals, television, billboards, bulletin boards, or organization’s website.

• Referrals

Employees usually refer individuals who they believe are potentially good workers for fear of referring individuals who might ruin their reputation.

• The internet

Some organizations have a section in their website for a brief application form asking for information.

Another way that the internet is used is to post open positions in job banks, for free or for a fee.

• Schools and Colleges

Depending on the type of position one is recruiting for, high schools, vocational or trade schools, colleges, or universities could provide qualified candidates with the least expense.

• Employment Agencies and Executive Search Firms

Recruiters use employment agencies to fill open positions especially if they do not have sufficient time to conduct the search and screen applicants.

EFFECTIVENESS OF

RECRUITMENT

EFFECTIVENESS OF RECRUITMENT

For recruitment to be effective, some basic requirements must be in place. First, the organization must have undertaken job analysis.

Second, the various job descriptions and job specifications must have been completed.

The organization must also have identified “key result areas” (or KRAs) for the various jobs.

INTERVIEW TECHNIQUES

INTERVIEW TECHNIQUES

• Prepare for the interview• Clarify requirements for the position• Prepare interview questions• Read the completed application for employment form• Make the interview setting comfortable and remove all

sources of distraction.• Introduce yourself and establish rapport with the

applicant.

• Ask probing follow up questions.• Be a good listener• Learn how to direct and control the interview session.• Take notes during the interview session.• Provide information regarding the organization• Give the applicant time to ask the interviewer question.• Express the next steps in the process

Types of Interviews

• Screening Interview• Task Oriented/Testing Interview• Stress Interview• One-on-one Interview• Panel Interview• Group Interview• Behavioral-Based Interview • Sequential Interview/Serial

• Screening Interview

- Screening interviews are generally conducted when an employer has a large applicant pool which

they want to narrow down to a more manageable number.

Screening interviews are usually done by phone, tend to

be very short, and the questions will focus on basic qualifications.

• Task Oriented/Testing Interview - This is a problem-solving interview where you will be given some

exercises to demonstrate your creative and analytical abilities.

• Stress Interview - During this rare type, the interviewer tries to bait you, to see how you

will respond.  The objective is to find your weaknesses and test how you hold up to pressure. 

• One-on-one Interview

- This is the most common type and often called a “personal interview.” This interview is traditionally conducted by a direct supervisor and if often the last step in a series of interviews.  the interview may be directive following a clear agenda, or non-directive relying on you to lead the discussion as you answer open-ended questions.

• Panel Interview - A panel interview is conducted by two or more interviewers and is

designed to reduce individual interviewer bias.

• Group Interview - Instead of several interviewers and one candidate, one interviewer will

sometimes interview several candidates at the same time. The interviewer will ask questions of no one in particular in hopes

that a “leader” will emerge. Group interviews are not very effective for most situations and are rarely used.

• Informational Interview - An informational interview is a meeting between you and a

professional. The purpose is to help define your career options or research a company where you want to work.  Interviewing experts in their field is one more way to become more occupationally literate.  The knowledge that you gain here will make you a sharper and more informed.

• Sequential Interview

- A sequential interview is conducted by two or more interviewers, separately or in sequence.  The candidate either moves from one location to another or stays in one room and while different interviewers join them. At the end of the process, the interviewers meet to evaluate each applicant and make their decision. 

• Behavioral-Based Interview

- A behavioral interview is a job interview focused on discovering how an applicant acted in specific employment-related situations. The logic is that your past performance in the workplace will predict your future performance.

Selection

• the process of determining from among the applicants who can meet the job requirements and can be offered the vacant position in the organization.

THANK YOU !